人力成本上升背景下的员工归属感如何建设？(国外英语资料).doc

人力成本上升背景下的员工归属感如何建设？ First, how do employees understand their sense of belonging?. Second, what is the sense of belonging and how to build a sense of belonging among employees?. The third question, and in the process of enterprise communication, is there a good tool to share with you?. There are four types of employees: first, satisfied employees: fulfill their job responsibilities, and are satisfied with the terms and conditions of employment. At the same time, they are not necessarily team members who go all out, often without greater effort. We define the content of employees is such that they can fulfill their duties, were very pleased with the terms and conditions of employment, may be in the market is 50 points, 75 points in the company, I was in DDT too comfortable, but the staff does not mean that he will do his all of the efforts for the enterprise? Do you agree (a lot of people NOD) that the increase in the number of employees does not mean that productivity will increase?. Their satisfaction does not mean that HR will consider them to be dedicated employees. Second 、 self-motivated staff. Energetic, pay attention to personal contribution to the enterprise. But in general, they value personal goals more than team goals or business goals. Maslow has reached top demand is the self realization of employees, they are able to stimulate their own people, they do not need to work the boss urged him on the back, he is doing, is not to say that these employees more, the higher the output productivity of enterprises will, or who we call his work in the enterprise among the high degree of (someone nodding), the more self motivation of employees, the enterprise will output more. He is for a goal, but this is a personal goal, whether it is equivalent to the enterprises goal, this is too important. They focus more on personal goals than team goals and personal goals. When one day he discovers that the companys development goals are inconsistent with his personal develop